8 steps to effectively return employees from furlough
A few weeks ago our Bangor team ran a successful event discussing supporting your staff out of furlough. In our latest blog, Leadership Development Officer Kathryn Roberts, who has over 25 years HR and leadership development experience working for companies such as House of Fraser, Citigroup and Bank of America (MBNA), takes us through 8 key steps to effectively manage your staff back from furlough.
The current government furlough scheme was intended to come to an end on 31st October 2020, with any final claims needing to be submitted by 30th November 2020. This would have been replaced by a Job Support Scheme for firms whose premises are legally required to shut for some period over winter as part of local or national restrictions. This has now been postponed and the furlough scheme extended until December. Employees do not have to be previously furloughed to be included this time, but they need to have been on the payroll at the 30th October to be eligible and will be paid 80% of their salary for hours not worked up to a maximum of £2,500.
With the extension of furlough, it means that a number of employees will not be required to return to work for a further period of time. The impact of this on all employee’s engagement and wellbeing must be recognised. This is a fantastic opportunity for leaders to engage their teams and ensure the wellbeing of all employees. However, if not recognised it can lead to simmering HR issues and poor employee engagement which can have a long-lasting effect on your business after furlough ends.
By following 8 simple steps, as a leader, you can ensure that all employees on furlough and those within the business remain engaged and ready to return to work at the end of furlough.
Step 1 – Hold one to one meetings with all staff
Hold one to one meetings with all staff, and encourage all other managers within your organsiation to do the same. Focus on the individual’s wellbeing and health and safety. In a recent report from the Chartered Institute for Personnel Development (CIPD), they stated that ‘The risks to people’s health from this pandemic are psychological as well as physical. These include anxiety about the ongoing health crisis and fear of infection, as well as social isolation due to the lockdown. Many will have experienced challenging domestic situations, such as juggling childcare or caring for a vulnerable relative, and financial worries if their family has had a reduction in income. Some will have experienced illness or bereavement. Some members of staff may have concerns about travelling and socially distancing on public transport – or it may not be as readily available. Some may be struggling with the significant change that society has seen, and the familiar workplace routines could feel very different’ (CIPD 2020)
Listen to all employees’ concerns, not just those on furlough.
Step 2 – Discuss adjustments and ongoing support required
Don’t assume that everyone’s situation is the same. Really listen to what your employees are telling you. Individuals may want to work fewer hours or different times of the day.
Step 3 –Communicate changes
Ensure that all staff are aware of any changes that have happened whilst they are not in the business, such as changes to processes and procedures that have occurred due to the pandemic or any change in roles, as everyone has had to cover gaps. This could be done as a newsletter or an email update.
Step 4 –Agree individual plans
Agree an individual plan for employees to return from furlough after or before December. Consider the opportunity for a phased return. Agree working patterns, location, roles and responsibilities. The CIPD state that ‘Whilst employers should not attempt to unilaterally change previous terms and conditions, some staff may require a phased return to their full role, or want to discuss a new working arrangement, especially if their domestic situation has changed because of the pandemic'. Use this as a time to have these open discussions with everyone. Changes don’t have to be permanent, agree to try something if you are not sure that it will work.
Step 5 –Re-induction process
Consider a re-induction or training session for all staff on furlough to refamiliarize them with any system changes. Discuss what individual refresher sessions are required and ensure that they are arranged in advance of returning.
Step 6 – Foster an inclusive working environment
The CIPD has found that the pandemic has ‘had an unequal impact across the workforce in many ways, affecting groups of employees and individuals differently according to their job role and individual circumstances. Some organisations will have people who have been furloughed on 80% or 100% pay, for example, while others may have continued to work or even had increased workloads. This uneven nature of people’s work and personal experiences and the challenges of the ongoing situation may lead to negative feelings in employment relations climate, so it’s important that the organisation fosters an inclusive working environment, and managers are sensitive to any underlying tensions and confident about nipping potential conflict in the bud’. (CIPD 2020) A useful report to support managers can be found here.
Step 7 –Maintain open conversations
Maintain open conversations and agree with individuals a review period. Circumstances may change again once individuals have been on another period of furlough, reviewing the situation allows flexibility for both the individual and business if required.
Step 8 –Stay open minded
Keep an open mind, if you are not sure how something will work out ask employees to suggest solutions. The pandemic has shown us that things we never thought were possible actually are!
Useful Links
Want to find out more?
As we mentioned earlier, Katy discussed the above in greater detail in a recent event led by our colleagues in Bangor. We are delighted to confirm that later this month, Katy will be joining us at one of our weekly ION Open Doors sessions. Keep an eye on our social media channels to find out more and book to attend. It would be great to see you.
NB: The information included within this blog regarding furlough and timelines is correct as of the date of publication. Please note that the situation may change so please check the links above for the msot up-to-date information.
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